11 employment law facts of Christmas
- All employers, regardless of size, must provide written details of their disciplinary rules and procedures. These must be fair and reasonable
- Employees are entitled to a written statement of employment terms after 2 months in the job
- Mandatory overtime may have to be considered as part of the Annual Leave calculation
- The law gives employees the right to a reasonable amount of time off work to deal with emergencies involving their dependents. The law does not, however, give the right to be paid for that time off
- Employees in the Army Reserves, or other reserve forces, have certain protections under employment law if they’re called up for service
- Employers can only change the terms of an employment contract if you have reserved the right to do so or have gained your employee’s agreement or consent
- An Employer can refuse to pay statutory sick pay if they reasonably believe their employee has not genuinely been ill, or if they have not complied with the written notification requirements
- A pregnant employee is entitled to paid time off for ante-natal care, which can include parenting and relaxation classes. You can ask for evidence of appointments, for example, a doctor’s letter or an NHS appointment card
- Fathers and partners of pregnant women are entitled to unpaid time off to attend two ante-natal appointments (time off is capped at six and a half hours for each appointment). Adopters are allowed time off for adoption appointments
- Employees may have the right to privacy whilst at work
- And finally…in 2008 the Japanese enacted a law that set a maximum waistline size for everyone aged 40-75. Employers are expected to measure their employee’s waistline annually and set targets to reduce obese workers. Failure to achieve improvements results with increased tax penalties.
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